PENNSYLVANIA, March 30 - of work performance, consistent ignoring or ostracism,

removal of major responsibilities, consistent

unreasonable workloads, excessive monitoring, consistent

micromanagement, persistent hypercriticism, impossible

deadlines, pressure to engage in unethical behavior or

give up rights or benefits, retaliation for speaking up

or repeated verbal abuse.

(ii) Isolated, minor incidents and expressions of

disagreement and constructive feedback are not bullying

unless they meet the threshold of abuse.

(iii) Workplace bullying may be perpetrated by one

or more persons.

(iv) Workplace bullying is found by a review of the

totality of the circumstances, including, but not limited

to, the nature, frequency and duration of the conduct.

(2) It shall be considered an aggravating factor if the

conduct exploited an employee's known psychological or

physical illness or disability.

(3) A single act normally shall not constitute abusive

conduct unless the act is egregious.

"Abusive work environment." An employment condition

permeated with acts or omissions of acts by an employer,

supervisor or one or more of an employer's employees

sufficiently plausible to cause pain or distress to an employee.

"Adverse employment action." A materially and objectively

adverse reduction in terms, conditions or privileges of

employment, including:

(1) a termination, demotion, unfavorable reassignment or

failure to promote;

(2) disciplinary action; or

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